Team models-t4 at2015
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Transcript of Team models-t4 at2015
Who am I
• Michael Mahlberg, CEO “The Consulting Guild”, Germany
• Working as a consultant for more than 25 Years
• Can’t get to sleep well until I know why things have happened and how I can work with this knowledge in a comparable situation in the future.
Who are you?
• Show of hand:
• Do you know about Tuckman?
• Are you a coach or trainer?
• Do you work in a team?
• Does a team work for you?
Mood - line
• How was your overall personal feeling during that time
• Only the feelings related to teams of course
• The average of all the team-related feelings at that point in time
Why was it the way it was?• On a meta level!
• What are the qualities that lead to – or away from – important characteristics, including, but not limited to
• Enjoyable • Sustainable • Successful
What is a team anyway?
• According to R. KEVIN GRIGSBY, DSW
• Defined in 2008
• Originally aimed at staff in medical organizations
Committee
• Subgroup with mixed expertise
• Formed from the outside
• Tasked to perform a specific function
• Can be temporary or permanent
• Usually not a full time occupation
Task Force
• Expert group for a specific area
• Temporary
• Defined goal
• Created on demand
• Often includes ressources
Team
• Common Purpose
• Complementary skills
• Mutually accountable
• Members selected based on merit
• Leadership varies with task at hand
Highlights
• Committee => Function, Part-time, Temporary or Permanent
!
• Task Force => Goal, Full-time, Temporary
!
• Team => Purpose, semi-permanent
Audience participation
• Which of the groups you identified earlier where teams, which where committees and which where task forces?
• Do you work in a team?
• Does a team work for you?
Why (orientation)
Who (Trust Building)
What (Goal clarification)
How (Commitment)
Who, what, when, where? (Implementation)
Wow (High performance)
Why (Renewal)
Choices
Tasks
Working relationships
Meaning
Layers according to Esther Derby,
AYE 2008
• If not resolved
- Disorientation
- Uncertainty
- Fear
• If resolved
- Purpose
- Team Identity
- Membership
Why (Orientation)
• If not resolved
- Caution
- Mistrust
- Facade
• If resolved
- Mutual regard
- Honesty
- Reliability
Who (Trust Building)
• If not resolved
- Apathy
- Skepticism
- Irrelevant Competition
• If resolved
- Explicit Assumptions
- Clear, integrated goals
- Shared Vision
What (Goal clarification)
• If not resolved
- Dependence
- Resistence
• If resolved
- Assigned roles
- Allocated resources
- Decisions made
How (Commitment)
• If not resolved
- Conflicts/confusion
- Disalignment
- Missed deadlines
• If resolved
- Clear processes
- Alignment
- Disciplined Alignment
Who, what, when, where? (Implementation)
• If not resolved
- Overload
- Disharmony
• If resolved
- Spontaneous interaction
- Synergy
- Surpassing Results
Wow (High performance)
• If not resolved
- Boredom
- Burnout
- Churn
• If resolved
- Recognition
- Celebration
- Staying power
- (Change Mastery)
Why (Renewal)
• On each wall
• Map the properties collected earlier to the Drexler/Sibbet Model
• Identify indicators for a missing stage and actions to help with the Step from on stage to the next.
Audience participation
The other team models
Beyond forming and storming !
Facilitated by Michael Mahlberg (google me ;-) )
Thank You!
Contact Information
• If you have questions, don’t hesitate to contact me via e-mail at: [email protected]
• You can also find me on Twitter as MMahlberg
• I sometimes blog on http://agile-aspects.michaelmahlberg.com
• My homepage is http://www.michaelmahlberg.com